1
LZT2 Task 1
Timothy W. Curd
Western Governors University
LZT2 Power, Influence & Leadership
Jaynee Farmer
, 2
LZT2 Task 1
Leadership Style/Strategic Approach
We have two different cultures to work with, one office could be seen as receiving
preferential treatment based on the lack of supervision and ignoring of company policy. Because
of the lack of responding and reporting in a timely manner, we have had several breaches to the
network, which has led to connection issues in the U.S. office but international connection issues
as well.
Being a new leader to Global Network Administrators Group and not having a
relationship with either team as the present I would focus on a hybrid of the Participative Style
and the Transformational Leadership. One of the main reasons for doing this is it fits closer with
my strengths than any of the other styles, which could lead the team to not see me as honest and
trustworthy. It will allow me to work one-on-one with any team member to gain valuable insight
to their goals and aspirations, as well as give me time to focus on the U.S. office while learning
the culture of the India team. This should also help address any bias that has allowed to be
propagate in either office.
By spending more face-to-face time with the administrators in the U.S. office, they
should come to understand not just my expectations, but company policies and why we have
them. That we are all one team at Global and what one team member does or does not do,
greatly affects the rest of the team. By building trust and buy-in from the team, it will also allow
for some time to identify roadblocks with the policy itself or unknown situations that are
affecting response time. Without buy-in the team may never have any skin in the fight that could
lead to no raises, bonuses, restructuring, and even layoffs or office consolidation.
LZT2 Task 1
Timothy W. Curd
Western Governors University
LZT2 Power, Influence & Leadership
Jaynee Farmer
, 2
LZT2 Task 1
Leadership Style/Strategic Approach
We have two different cultures to work with, one office could be seen as receiving
preferential treatment based on the lack of supervision and ignoring of company policy. Because
of the lack of responding and reporting in a timely manner, we have had several breaches to the
network, which has led to connection issues in the U.S. office but international connection issues
as well.
Being a new leader to Global Network Administrators Group and not having a
relationship with either team as the present I would focus on a hybrid of the Participative Style
and the Transformational Leadership. One of the main reasons for doing this is it fits closer with
my strengths than any of the other styles, which could lead the team to not see me as honest and
trustworthy. It will allow me to work one-on-one with any team member to gain valuable insight
to their goals and aspirations, as well as give me time to focus on the U.S. office while learning
the culture of the India team. This should also help address any bias that has allowed to be
propagate in either office.
By spending more face-to-face time with the administrators in the U.S. office, they
should come to understand not just my expectations, but company policies and why we have
them. That we are all one team at Global and what one team member does or does not do,
greatly affects the rest of the team. By building trust and buy-in from the team, it will also allow
for some time to identify roadblocks with the policy itself or unknown situations that are
affecting response time. Without buy-in the team may never have any skin in the fight that could
lead to no raises, bonuses, restructuring, and even layoffs or office consolidation.
